Certified Information Privacy Professional (CIPP) Practice Questions 2025 – All-in-One Guide to Exam Success!

The installation of a security camera in the cafeteria could be interpreted as an attempt to intimidate employees who are advocating for collective bargaining, which is a protected activity under labor laws. The National Labor Relations Board (NLRB) closely examines employer actions that could be seen as suppressing employees' rights to organize and engage in collective actions. The presence of surveillance may create an atmosphere of fear or inhibition, discouraging open discussions about union activities or negotiations.

In this context, employees may feel that their actions and discussions are being monitored, which can lead to a chilling effect on their willingness to participate in collective bargaining processes. This concern is particularly significant in environments where employees are exercising their rights to organize or express dissent against management practices.

While the other choices highlight important issues regarding consent, compliance with disability laws, and the necessity of proper signage, they do not address the direct implications of how monitoring activity could affect employees’ rights to organize and collectively bargain. Thus, the potential for the camera to serve as a form of intimidation aligns directly with the NLRB’s focus on maintaining a fair labor environment.